You know what they say about assuming…

Recruiters and hiring managers, this one is for you.

Let’s stop making assumptions about a candidate’s motivations without talking with them first. Over the course of my career, I’ve collected more than a few assumptions that should never be made on a candidate’s behalf. Here are my top three:

1) They are too experienced to do this work. Or, they won’t want to do what I need done.

The candidate applied to the role, and unless you oversold or miscommunicated what it was, you should at least ask them about their interest. You might find someone who enjoyed that part of their career or is looking for something at a different pace. Have the conversation.

2) They don’t stay anywhere. Or, they are flighty, job hoppers, a risk, or whatever descriptor you decide.

Take the perspective that they are just looking for their right place. There are several reasons that someone’s history may look this way: COVID, layoffs, caregiving responsibilities, military spouse relocation, and the list goes on. Have the conversation to learn what it is for this particular person and make your decision based on what they tell you.

3) They don’t have <insert skill here> that I am looking for.

Are you sure? Many times, candidates think something is unimportant or haven’t fully updated their resume. If they line up on everything or are close, have a conversation to assess the particular skill.

The common denominator for all of the above? It’s almost always worthwhile to have a conversation with the candidate.